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51. The cost per hire is equal to _____.
a. revenue divided by the total number of full-time equivalents (FTE)
b. total days elapsed to fill requisitions divided by the number hired
c. revenue minus operating expense minus compensation and benefit cost divided by the total number of full-time equivalents (FTE)
d. HR expense divided by the total operating expense
e. advertising plus agency fees plus employee referrals plus travel costs of applicant plus relocation costs plus recruiter pay and benefits divided by number of hires
52. The human capital value added is equal to _____.
a. revenue divided by the total number of full-time equivalents (FTE)
b. total days elapsed to fill requisitions divided by the number hired
c. revenue minus operating expense minus compensation and benefit cost divided by the total number of full-time equivalents (FTE)
d. HR expense divided by the total operating expense
e. advertising plus agency fees plus employee referrals plus travel costs of applicant plus relocation costs plus recruiter pay and benefits divided by number of hires
53. What metric evaluates retention efforts by an organization?
a. turnover costs
b. turnover rate
c. cost per hire
d. absence rate
e. both a and b
54. Firms can use the _____ as a benchmark for the cost per hire metric.
a. Government employment report
b. Cost Per Hire Staffing Metrics Survey
c. Employer Costs for Employee Compensation Report
d. Government Job Turnover Report
e. None of the above
55. Firms can use the _____ as a benchmark for the time to fill metric.
a. Government employment report
b. Cost Per Hire Staffing Metrics Survey
c. Employer Costs for Employee Compensation Report
d. Government Job Turnover Report
e. None of the above
56. The concise measurement system used by companies to show the quantitative standards the firm uses to measure HR activities, employee behaviors resulting from the activities, and the strategically relevant organizational outcomes of those employee behaviors is called a(n) _____.
a. evaluation system
b. HR scorecard
c. appraisal system
d. evaluation benchmark
e. annual report
57. When seeking to improve the workers’ compensation cost per employee metric, human resource managers should analyze _____.
a. types of injuries
b. injuries by department
c. injuries by job type
d. changes in injuries over time
e. all of the above
58. In which area must HR managers be proficient in order to perform well in today’s environment?
a. HR proficiencies
b. business proficiencies
c. leadership proficiencies
d. learning proficiencies
e. all of the above
59. Mak wants to report the value of the knowledge, skill, and performance of the organization’s workforce. To illustrate how employees add value to an organization, Mak should use the _____ metric.
a. revenue factor
b. human capital value added
c. training investment
d. HR expense factor
e. intangible assets
60. Of the four categories of proficiencies necessary for HR managers, which one refers to traditional knowledge and skills in areas such as employee selection, training, and compensation?
a. HR proficiencies
b. business proficiencies
c. leadership proficiencies
d. learning proficiencies
e. staffing proficiencies
61. Of the four categories of proficiencies necessary for HR managers, which one refers to knowledge of strategic planning, marketing, production, and finance?
a. HR proficiencies
b. business proficiencies
c. leadership proficiencies
d. learning proficiencies
e. staffing proficiencies
62. Of the four categories of proficiencies necessary for HR managers, which one refers to the ability to work with and lead management groups?
a. HR proficiencies
b. business proficiencies
c. leadership proficiencies
d. learning proficiencies
e. staffing proficiencies
63. Su Han is an HR manager for a large company. The MBA degree she earned prior to taking this position has been helpful to her because it prepared her to better understand the role of strategic planning, marketing, production, and finance in creating a profitable organization. Which category of proficiency has Su’s MBA prepared her for?
a. HR proficiencies
b. business proficiencies
c. leadership proficiencies
d. learning proficiencies
e. staffing proficiencies
64. Mohan is particularly good at staying abreast of new technologies and practices affecting human resources management. Which proficiency is Mohan skilled in?
a. HR proficiencies
b. business proficiencies
c. leadership proficiencies
d. learning proficiencies
e. staffing proficiencies
65. Which of the following types of laws does notaffect the decisions of human resource managers?
a. equal employment laws
b. occupational safety and health laws
c. labor laws
d. advertising regulations
e. all of the above affect the decisions of human resource managers
66. _____ set guidelines regarding how the company writes its recruiting ads, what questions its job interviewers ask, and how it selects candidates for training programs or evaluates its managers.
a. Equal employment laws
b. Occupational safety and health laws
c. Labor laws
d. Advertising regulations
e. Fairness in Employment regulations
67. _____ set guidelines regarding safety practices at work.
a. Equal employment laws
b. Occupational safety and health laws
c. Labor laws
d. Advertising regulations
e. Fairness in Employment regulations
68. Which of the following HR activities may be outsourced to specialist service providers?
a. administration of 401 (k) pension plans
b. employee assistance/ counseling plans
c. retirement planning
d. background checks
e. all of the above
69. Companies may use a(n) _____ to provide employees with a single access point or gateway on a company’s intranet to all human resource information.
a. database
b. HR portal
c. data warehouse
d. www
e. URL
70. AB Corp streamlined its annual benefits package enrollments by digitizing and aggregating the former paper benefits reports, electronic spreadsheets, and benefit summaries and providing the materials at a single location on the company intranet. AB Corp is using a(n) _____.
a. database
b. HR portal
c. data warehouse
d. customer relationship management system
e. outsourcing model
(b; moderate)
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a. revenue divided by the total number of full-time equivalents (FTE)
b. total days elapsed to fill requisitions divided by the number hired
c. revenue minus operating expense minus compensation and benefit cost divided by the total number of full-time equivalents (FTE)
d. HR expense divided by the total operating expense
e. advertising plus agency fees plus employee referrals plus travel costs of applicant plus relocation costs plus recruiter pay and benefits divided by number of hires
52. The human capital value added is equal to _____.
a. revenue divided by the total number of full-time equivalents (FTE)
b. total days elapsed to fill requisitions divided by the number hired
c. revenue minus operating expense minus compensation and benefit cost divided by the total number of full-time equivalents (FTE)
d. HR expense divided by the total operating expense
e. advertising plus agency fees plus employee referrals plus travel costs of applicant plus relocation costs plus recruiter pay and benefits divided by number of hires
53. What metric evaluates retention efforts by an organization?
a. turnover costs
b. turnover rate
c. cost per hire
d. absence rate
e. both a and b
54. Firms can use the _____ as a benchmark for the cost per hire metric.
a. Government employment report
b. Cost Per Hire Staffing Metrics Survey
c. Employer Costs for Employee Compensation Report
d. Government Job Turnover Report
e. None of the above
55. Firms can use the _____ as a benchmark for the time to fill metric.
a. Government employment report
b. Cost Per Hire Staffing Metrics Survey
c. Employer Costs for Employee Compensation Report
d. Government Job Turnover Report
e. None of the above
56. The concise measurement system used by companies to show the quantitative standards the firm uses to measure HR activities, employee behaviors resulting from the activities, and the strategically relevant organizational outcomes of those employee behaviors is called a(n) _____.
a. evaluation system
b. HR scorecard
c. appraisal system
d. evaluation benchmark
e. annual report
57. When seeking to improve the workers’ compensation cost per employee metric, human resource managers should analyze _____.
a. types of injuries
b. injuries by department
c. injuries by job type
d. changes in injuries over time
e. all of the above
58. In which area must HR managers be proficient in order to perform well in today’s environment?
a. HR proficiencies
b. business proficiencies
c. leadership proficiencies
d. learning proficiencies
e. all of the above
59. Mak wants to report the value of the knowledge, skill, and performance of the organization’s workforce. To illustrate how employees add value to an organization, Mak should use the _____ metric.
a. revenue factor
b. human capital value added
c. training investment
d. HR expense factor
e. intangible assets
60. Of the four categories of proficiencies necessary for HR managers, which one refers to traditional knowledge and skills in areas such as employee selection, training, and compensation?
a. HR proficiencies
b. business proficiencies
c. leadership proficiencies
d. learning proficiencies
e. staffing proficiencies
61. Of the four categories of proficiencies necessary for HR managers, which one refers to knowledge of strategic planning, marketing, production, and finance?
a. HR proficiencies
b. business proficiencies
c. leadership proficiencies
d. learning proficiencies
e. staffing proficiencies
62. Of the four categories of proficiencies necessary for HR managers, which one refers to the ability to work with and lead management groups?
a. HR proficiencies
b. business proficiencies
c. leadership proficiencies
d. learning proficiencies
e. staffing proficiencies
63. Su Han is an HR manager for a large company. The MBA degree she earned prior to taking this position has been helpful to her because it prepared her to better understand the role of strategic planning, marketing, production, and finance in creating a profitable organization. Which category of proficiency has Su’s MBA prepared her for?
a. HR proficiencies
b. business proficiencies
c. leadership proficiencies
d. learning proficiencies
e. staffing proficiencies
64. Mohan is particularly good at staying abreast of new technologies and practices affecting human resources management. Which proficiency is Mohan skilled in?
a. HR proficiencies
b. business proficiencies
c. leadership proficiencies
d. learning proficiencies
e. staffing proficiencies
65. Which of the following types of laws does notaffect the decisions of human resource managers?
a. equal employment laws
b. occupational safety and health laws
c. labor laws
d. advertising regulations
e. all of the above affect the decisions of human resource managers
66. _____ set guidelines regarding how the company writes its recruiting ads, what questions its job interviewers ask, and how it selects candidates for training programs or evaluates its managers.
a. Equal employment laws
b. Occupational safety and health laws
c. Labor laws
d. Advertising regulations
e. Fairness in Employment regulations
67. _____ set guidelines regarding safety practices at work.
a. Equal employment laws
b. Occupational safety and health laws
c. Labor laws
d. Advertising regulations
e. Fairness in Employment regulations
68. Which of the following HR activities may be outsourced to specialist service providers?
a. administration of 401 (k) pension plans
b. employee assistance/ counseling plans
c. retirement planning
d. background checks
e. all of the above
69. Companies may use a(n) _____ to provide employees with a single access point or gateway on a company’s intranet to all human resource information.
a. database
b. HR portal
c. data warehouse
d. www
e. URL
70. AB Corp streamlined its annual benefits package enrollments by digitizing and aggregating the former paper benefits reports, electronic spreadsheets, and benefit summaries and providing the materials at a single location on the company intranet. AB Corp is using a(n) _____.
a. database
b. HR portal
c. data warehouse
d. customer relationship management system
e. outsourcing model
(b; moderate)
vu.ysapak.com
http://ping.fm/BIRvM